組織學習文化與知識分享行為對藥師離職傾向之影響

Abstract

醫學教育與持續專業發展的目標在於培育並維持具備專業能力的醫療人員，以提供高品質的醫療照護。然而，藥師高流動率與低留任率不僅可能影響藥事照護品質與病人用藥安全，也會增加醫療機構的人力培訓與管理成本，儼然成為醫療機構重大人力資源議題。本研究以醫院藥師為研究對象，了解組織學習文化、知識分享行為、學習投入與工作滿意度對藥師離職傾向的影響。 本研究採橫斷面研究設計及問卷調查法，以某醫學中心六院區之藥事人員為研究對象，進行資料蒐集，共回收有效問卷91份。研究主要探討醫院藥師所感知的組織學習文化、知識分享行為、學習投入、工作滿意度與離職傾向之間的關聯性，以及學習投入與工作滿意度對離職傾向之中介效果。資料分析使用SPSS 27及SmartPLS 3軟體進行描述性統計、差異分析及偏最小平方法結構方程模型分析，以驗證研究假設及研究架構。 本研究結果顯示，醫院藥師的組織學習文化和知識分享行為皆顯著正向與學習投入相關，而組織學習文化與學習投入亦顯著與工作滿意度正相關，此外，工作滿意度與離職傾向具有顯著負向關聯。但醫院藥師的組織學習文化、知識分享行為與學習投入並未直接對離職傾向造成顯著影響。在中介效果分析方面，學習投入可透過工作滿意度顯著降低醫院藥師的離職傾向，且工作滿意度在學習投入與離職傾向之間具有部分中介效果。 建議醫院或藥劑部門主管能營造支持學習、鼓勵知識交流與經驗分享的工作環境，有助於提升藥師的學習投入與工作滿意度，進而降低其離職傾向。

The purpose of medical education and continuing professional development is to cultivate and maintain competent healthcare professionals capable of delivering high-quality patient care. However, high turnover and low retention rates among pharmacists may not only compromise the quality of pharmaceutical care and patient safety but also increase the costs associated with recruitment, training, and workforce management. Consequently, pharmacist retention has become a major human resource issue in healthcare organizations. This study investigated the influences of organizational learning culture, knowledge-sharing behavior, learning engagement, and job satisfaction on turnover intention among hospital pharmacists. A cross-sectional survey design was employed. Participants were pharmacists working in six branches of a medical center. A total of 91 valid questionnaires were collected. The study examined the relationships among perceived organizational learning culture, knowledge-sharing behavior, learning engagement, job satisfaction, and turnover intention, as well as the mediating effects of learning engagement and job satisfaction. Data were analyzed using SPSS 27 and SmartPLS 3, including descriptive statistics, group comparison analyses, and partial least squares structural equation modeling (PLS-SEM). The results showed that both perceived organizational learning culture and knowledge-sharing behavior were positively associated with learning engagement. In addition, organizational learning culture and learning engagement had significant positive influences on job satisfaction. Job satisfaction was significantly associated with lower turnover intention. However, perceived organizational learning culture, knowledge-sharing behavior, and learning engagement did not have significant direct influences on turnover intention. Mediation analysis further revealed that learning engagement indirectly reduced turnover intention through job satisfaction, and job satisfaction partially mediated the relationship between learning engagement and turnover intention. Hospital pharmacy managers should therefore promote learning opportunities, knowledge exchange, and collaborative learning practices to enhance pharmacists’ learning engagement and job satisfaction, and reduce pharmacist turnover intention.